Research On Optimization Of Incentive Mechanism For R&D Staff In LZ Company

With the advent of vuka era,the environment we face is becoming more and more complex and the market competition is becoming more and more fierce.If modern companies,especially science and technology companies want to develop healthily,effectively and continuously,they largely rely on the support of core technology.R & D personnel are the team that provides technical support for enterprises,and R & D personnel are very important to the development of the company.They are scarce resources in the market.In particular,once the core technicians are lost,they will have a great impact on the development of the company.Based on their special status and key role,the company must pay special attention to this team,strengthen the talent introduction and effective management of R & D personnel,and strive to give full play to their maximum value and potential.The incentive of R & D personnel is the top priority.What incentive methods should be adopted for the special group of R & D personnel,and how to effectively eliminate the fittest,so as to establish an efficient,high-quality and strong combat effectiveness R & D personnel for the company,which is to lay a solid foundation for the company’s business development and strategic development.Encourage the enthusiasm of R& D personnel through effective ways,ways and methods,let them work voluntarily and hard,and realize the mutual benefit and win-win of R & D personnel,employees,teams and the company.Therefore,if we can design and implement an effective incentive system for R& D personnel,it is very important for the company.Taking the R & D personnel of LZ company as an example,this paper analyzes their composition and structure,investigates the incentive status of the company by using the method of questionnaire,analyzes the existing problems,and puts forward solutions to the problems,in order to provide reference not only for the incentive system construction of internal R & D personnel of LZ company,but also for the incentive construction of similar teams of the same type.Firstly,the author designed a questionnaire for the R & D personnel of LZ company to understand the incentive status of LZ R & D personnel.From the questionnaire design,organization and implementation,recovery,questionnaire result statistics and analysis,the author systematically and comprehensively analyzed and studied the incentive status of R & D personnel of LZ company,and finally determined the main demand types of R & D personnel of LZ company.Through the investigation,the author found that LZ company currently has a certain brand influence,but there are the following problems: the salary level is lower than the market,the performance appraisal standard is not clear enough,and the training support is lack of scientificity and stematicness 、 Insufficient authorization has seriously affected the stability of R & D personnel.Combined with relevant theories at home and abroad,this paper puts forward the following solutions:building a competitive salary level,building a clear performance evaluation standard,establishing an employee promotion mechanism with evaluation and promotion as the core,establishing a training mechanism guided by the actual needs of employees,strengthening authorization and fully authorizing.It is hoped that the above systematic optimization measures can improve the sense of belonging,enthusiasm and stability of R & D personnel,retain excellent employees for LZ company,truly solve the problems existing in the incentive of R & D personnel of LZ company,and help the company improve its core competitiveness and comprehensive management ability in today’s era of knowledge heated competition.